Category: Recruiting culture
When it comes to any business decision, it’s important to make strong choices that align with your company’s brand and growth strategies. After all, what works for Urban Outfitters won’t work for Brooks Brothers. However, we aren’t just talking about attire, client base, and company attitude. It’s no different with RPO. Just because your friend’s company has had tremendous success with the RPO company his/her business employs, does not mean that it would work well for your company. It’s important for businesses to realize that RPOs can vary just as much as clothing store chains. Strategic Director Emily Gordon discusses on The Staffing Stream what to ask internally when considering RPO partners to determine the best match.
The Staffing Stream: When you’re hiring an RPO, what factors should you consider as you choose a firm that is right for you? As someone who has overseen many RPO solution implementations, I get asked this question pretty often. I find that many companies aren’t aware of the various questions to ask and issues to look at when they’re seeking a great match for their hiring needs.
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For recruiters and companies, logging on to Glassdoor and reading current or former employee reviews can be as frightening as a Freddy Krueger or Jason Voorhees movie. However, unlike the movies, these reviews don’t end after two hours, they aren’t predominately fiction, and worst of all – you’re not going to enjoy a tub of popcorn while seeing what’s on the screen. The good news is that you don’t need to go to the land of Oz in order for your to company to reap the benefits of Glassdoor. If Chief Brody can kill Jaws, then you can make Glassdoor beneficial to your employment brand. On Recruiter.com, Business Development Manager James Holt uses some of his favorite movie quotes for how companies can deal with negative Glassoor reviews/box office bombs, and how to turn them into positives/Oscar winning pictures.
Recruiter.com: If you’re like most HR executives, logging into Glassdoor can be like one of those vanity mirrors with the bright lights: even the tiniest imperfection is magnified beyond belief, leaving you gasping in horror at what you see.
Many of these executives who read the entries on Glassdoor are shocked to find that those reviews completely contradict how they think their employment brand is perceived. Negative feedback by hires who turned out to be a bad fit or disgruntled past employees can drive a wedge between your recruitment marketing efforts and savvy candidates that use every available avenue to vet an opportunity. Prospective employees are no different than consumers today: they check online reviews and will trust them more than any marketing collateral, believing it to be more authentic because it comes from “real people,” not a “faceless company.”... read more
Since the dawn of time, the relationship between sourcers and recruiters has been similar to the relationship between Yankee fans and Red Sox fans. While there hasn’t been any Babe Ruth trades, Bucky Dent home runs, or 3-1 ALCS comebacks between sourcers and recruiters, the volatility between both sides can be just as palpable as going to a bar in the Bronx or Boston while wearing the opposing team’s hat. However, while there is close to no hope that the two baseball teams’ fans will ever get along, what would actually happen if sourcers and recruiters became friends and worked together to help hire the best talent? Senior Sourcing Specialist Andrea Blasdale discusses how this can happen, the benefits that would come out of sourcers and recruiters working together, and what they can learn from each other. We can promise you one thing – the world won’t end because of it, but maybe Big Papi and Derek Jeter will get a beer together one day…but maybe not.
SourceCon: Sourcers and recruiters both have the same purpose: to facilitate the hiring of the best talent. So, why is it that we don’t always work as a team? Let me tell you a story. When I first started my work as a sourcer, I went about my work with my sourcing team, the way we always did it. We focused on finding stellar candidates. And the recruiters? Well, they were in another location, doing their thing, finding… stellar candidates. One day, after a few interactions with each other, we realized that our two teams didn’t really know that much about what the other one did, or how they did it, or what they struggled with, or that we had tools that could make the entire process so much easier. So, we decided to do the next logical thing: we moved in with them. That’s right, into the same office space. We now sat next to each other all day. And what happened? We started having conversations, learning from each other, and getting to know the value we each brought to the game. Where do we stand today? We’re a seamless team of colleagues that leverages our combined strengths to achieve a common goal.... read more
Recruiters and hiring managers’ shared goal is to fill positions with top talent. So why do they often end up frustrated with each other? Most often, it’s because hiring managers and recruiters have different perspectives and approaches when it comes to hiring.
The only person you can change is you. Take on the responsibility to be a guide, to provide value by serving to help the hiring manager succeed, and in doing so, create a spirit of partnership. Here is some guidance to help you forge a successful working relationship with hiring managers.... read more
In certain ways, the dating world can be similar to recruiting and interviewing. You meet someone, you either hit off and decide to see each other again, or it’s just not meant to be. Of course, there is always the potentially to be stood up on a date or an interview. The question then becomes, what do you do when that happens? Strategic Director Katie Calhoun writes about potential tips to help reduce candidate cancellations and no shows, as featured in Undercover Recruiter.
Undercover Recruiter: As the war for talent has once again heated up, candidates are no longer willing to wait long for interviews. Many are simultaneously interviewing at multiple employers. If they get hired somewhere else, they cancel your interview. Some simply do not show up and do not call. Frustrating, right? Not to mention costly, as some hiring managers travel to conduct selection interviews. But, before you pull your hair out, take a moment to consider the candidate’s point of view.... read more